Department of Health HR Directorate 2003

Our ambition

Feel empowered to challenge prejudice and make reasonable adjustments in their own work areas

Include equality, diversity and inclusion training as a mandatory measure for all staff

Task managers to promote the cultural and behavioural changes to ensure equality, diversity and inclusion is demonstrated within the mainstream business of the trust

Provide an environment for our staff which is free from unlawful discrimination and ensure members of the public have the right to expect the care and treatment they receive from us is provided in a similar environment

We will work with trade union representatives, staff seminars and use anonymous questionnaires to ascertain staff opinions.

Equality Act 2010

Equality Objectives

NHS NEW Devon CCG is committed to preventing discrimination, valuing diversity and achieving equality of opportunity in relation to the protected characteristics as set out by the Equality Act 2010:

Age

Disability

Gender Reassignment

Marriage and Civil Partnership

Pregnancy and Maternity

Sex

Sexual Orientation

Race/Ethnicity

Religion or belief

And, Human Rights.

NHS NEW Devon CCG recognises that these strands of diversity are founded in legislation and that you may experience discrimination on a wider variety of issues.

The CCG is committed to looking beyond these strands of diversity to appropriately value all of our staff, including those who work part-time, are on fixed-term contracts or work flexibly.

The CCG also recognises the need to fully respect the needs of our service users, patients and their carers. To achieve this NHS NEW Devon CCG is committed to listening to and learning from all members of the community and making special efforts to reach those who are seldom heard.

NHS NEW Devon CCG sets itself the challenge to remove barriers in society wherever possible to ensure equality of access to the services we provide and employment opportunities within the organisation.

The purpose of setting specific, measurable equality objectives is for the organisation and employees to better perform the general equality duty.

Equality objectives should help focus attention on the priority equality issues within the organisation, to deliver improvements in policy-making, service delivery and employment, including resource allocation.

The Equality Objectives about the nine protected characteristics of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation across the footprint are:

Improved checking that protected characteristics are recorded across all the services. This knowledge and information will inform and support decision making about which health services to buy for our patients.

This will be measured by human resources and staff recruitment information and information from engagement events. It will be reported at least once a year for example through the annual workforce report.

We will ensure that health service providers fulfil their duties under the Equality Act 2010.

This will be measured through health service contracts and reported in the annual equality report. Annual equality reports from health service providers are to be sent to commissioners.

Any new health services or future health service changes to have an equality impact assessment published.

This will be measured by ensuring that all changes to health services or new health services will have an equality assessment included in proposal. The equality impact assessments will be published on the website and included in the annual equality report.

It is important to consider equality objectives that will address specific feedback from patient representatives at the recent equality engagement events. We wish to acknowledge and resolve local issues and then to use that learning across the CCG footprint.

These Equality Objectives have been agreed by external organisations and local interest groups.

Equality Impact Assessments

An Equality Impact Assessment (EIA) is a systematic way of seeing how any policies may affect groups of people differently based on the protected characteristics of diversity. EIAs are similar to risk assessments.

In the same way a risk assessment would be taken forward, an EIA allows the assessor to identify potential problems and resolve or minimise them where possible.

All policies procedures, new or major changes to services and strategies, should be impact assessed and an EIA should be completed.

A document should not pass through the ratification process without completing an EIA. The EIA is usually published within or next to the document.

The Equality Delivery System is designed to support NHS commissioners and providers to deliver better outcomes for patients and communities and better working environments for staff, which are personal, fair and diverse.

The Equality Delivery System is all about making positive differences to healthy living and working lives.

Equality Delivery System

Contact and further information

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About Us

NHS NEW Devon CCG - Northern, Eastern and Western Devon CCG is one of the largest in the country with a registered population of 882,800 served by 116 member practices. It is organised on a three locality basis, ensuring the CCG will be responsive to the needs of local people whilst benefitting from economies of scale where things only need to be done once. Through our vision, mission and core strategies we will place patients and public at the heart of commissioning. We have enshrined this in our constitution and in our organisational design principles.